The secret ingredient in a Talent Development framework is moving from general best practices to relevant practices that work in your context. It starts by creating a Blueprint that guides the organization’s strategic and tactical talent management, identifying and creating the stepping stones, those pieces that need to come together and a process that ties everything seamlessly.
We work with organizations to define their Talent Management approach, bringing existing and new pieces of their Talent Management framework together to provide one cogent framework that works.
Developing a Competency Model is a collaborative approach with a keen eye on the strategic intent of the organization.
These models can act as vehicles for integrating a range of human resource practices and link business, organization and talent strategies together. We work with organizations through both, a bottom up and a top down approach to define key competencies and weave them into a framework with behavioral anchors and scales. We further support the organization in leveraging these competencies in various talent management practices.
Hemant Taneja is a certified facilitator by Association for Talent Development (formerly ASTD), USA.
Transferring knowledge and skills forms
Transferring knowledge and skills forms a key element of a Talent Management process. This is usually done by functional experts viz. SMEs or employees in the L&D function. Irrespective of who is doing it, there are some fundamental skills and a knowledge base required to train others.
Facilitator certification program ensures that anyone who is training other employees, has a basic understanding of how to convert a long-drawn presentation into a training program that engages the audience, fundamentals of adult learning, creating learning activities, effective in person and virtual delivery skills among other key skills required for learning transference. After all, how an organization learns, determines its future.
Organizations often are at cross-roads with build or buy decisions when it comes to recruiting talent. While there is no set formula to really decide which is best, it always pays to have a good pipeline for key roles for reasons of continuity, cultural alignment, career pathing among others.
We help organizations in this proactive exercise to ensure the continuity of leadership by cultivating talent from within the organization through various planned development activities.
This is a systematic process that involves identification, development and long-term retention of key individuals and is the hallmark of a good talent practice for all successful organizations.
Proactive Exercise
Development Activities
Internal Talent
Career Pathing
Performance management systems tie individual, group, and organizational performance together to drive excellence. These broadly consist of three phases performance planning, performance period management and periodic summary appraisals. While the broad contours remain the same, the frequencies in the cycle, use of technology, depth in implementation, alignment with other Talent processes etc. differ from one organization to another.
Take your Organization's Engagement Surveys
The argument over a business case for Employee Engagement was closed decades ago. Who doesn’t want an organization where employees are focused, passionate, want to be with that organization, who think innovatively, are proactive, and do the right things the right ways. No company, small or large, can win over the long run without energized employees.
Through our Engagement surveys we help organizations in finding ways to encourage individuals to invest more psychic energy in their work. Even in this big data driven, AI augmented business world, engagement of its people is absolutely the single most powerful lever that organizations have to improve performance.
360° Feedback
The purpose of the 360 degree feedback is to assist each individual to understand their strengths and weaknesses through insights into aspects of their work, to support professional development.